TRANSFIELD SERVICES (AUSTRALIA) PTY LTD WESTERN AUSTRALIAN FIRE

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TRANSFIELD SERVICES (AUSTRALIA) PTY LTD WESTERN AUSTRALIAN FIRE Powered By Docstoc
					  AG818397 PR922603

                    AUSTRALIAN INDUSTRIAL RELATIONS COMMISSION

                          Workplace Relations Act 1996
         s.170LJ Agreement with organisations of employees (Division 2)

                      United Firefighters' Union of Australia

                                       and

                      Transfield Services (Australia) Pty Ltd
                                   (AG2002/268)

      TRANSFIELD SERVICES (AUSTRALIA) PTY LTD WESTERN AUSTRALIAN
          FIRE AND RESCUE SERVICES CERTIFIED AGREEMENT 2002

Various employees                                          Fire fighting services

DEPUTY PRESIDENT MCCARTHY                                PERTH, 12 SEPTEMBER 2002

                                     PREAMBLE

This is an application to certify an agreement pursuant section 170LJ in
Division 2 of Part VIB of the Workplace Relations Act 1996 ("the Act"); the
agreement this time to be known as the Transfield Services (Australia) Pty Ltd,
Western Australian Fire and Rescue Services Certified Agreement 2002.

Having heard what each of the parties have said and having read the statutory
declarations of Anthony Edward Drewett, Secretary, United Firefighters Union of
Australia, WA Branch and David Pretsel, Human Resources and Industrial Relations
Manager WA, Transfield Services (Australia) Pty Ltd:

* I am satisfied the relevant requirements of the Act and the Australian
Industrial Relations Commission Rules 1998 ("the Rules") have been met.
Specifically, I am satisfied that the agreement has been entered into in the
manner consistent with the Act's requirements; that the employees have been
given the relevant notice of the intention to enter into an agreement or to make
the agreement; that the terms of the agreement were explained in an appropriate
way to all the employees who are to be covered by it; and the agreement has been
approved by a valid majority of employees at the relevant time. The application
has also been lodged within the time period prescribed by section 170LM(2)(a) of
the Act. The union party to the agreement also has members employed by the
employer.

* I am also satisfied that Transfield Services (Australia) Pty Ltd is a
constitutional corporation and a single business to be covered by the agreement,
and that the agreement applies only to that organisation.

* It is clear, and I find, that the agreement meets the no disadvantage test as
defined in the Act and there is to be no reduction in the overall terms and
conditions of employment specified in the awards which now cover employees
covered by this agreement. The agreement contains the necessary dispute
settlement procedure and specifies a nominal expiry date in accordance with the
Act's requirements.

* The agreement also has no provisions in it that are inconsistent with
Division 3 of Part VIA, nor does it contain any provision of the nature
identified in section 170LU(2A) of the Act, nor has there been any conduct of
the nature identified in section 170LU(3) of the Act that would prevent me from
certifying it.

These and all other requirements of the Act and the Rules have been itemised in
a checklist that will be placed on the file.

And I, therefore, indicate to the parties that the agreement will be certified
with effect from today's date, but to operate in accordance with its terms, and
the agreement is to remain in force for three years from the date of
certification as is specified in the document.

                           CERTIFICATION OF AGREEMENT

In accordance with section 170LT of the Workplace Relations Act 1996, the
Commission hereby certifies the attached written agreement.

This agreement shall come into operation from 12 September 2002 and shall remain
in force until 12 September 2005.

BY THE COMMISSION:

DEPUTY PRESIDENT

           Printed by authority of the Commonwealth Government Printer
<Price code 25>

TRANSIFIELD
SERVICES

TRANSFIELD SERVICES (AUSTRALIA) PTY LTD

WESTERN AUSTRALIA

FIRE AND RESCUE SERVICES

CERTIFIED AGREEMENT

2002

Part One: Framework

1.     Title
This Agreement shall be known as the Transfield Services (Australia) Pty Ltd,
Western Australian Fire and Rescue Services Certified Agreement 2002. This
Agreement shall replace the Transfield Western Australia Fire and Rescue Service
Certified Agreement 1999 (C No/s 60560 of 1999).

2.   Contents

                                                                        Page

Part One:       Framework                                               2
1.              Title                                                   2
2.              Contents                                                2
3.              Definitions                                             3
4.              Application                                             3
5.              Parties Bound                                           3
6.              Date and Period of Operation                            3
7.              No Extra Claims                                         3

Part Two:       Consultation and Resolution                             4
8.              Mutual Respect and Cooperation                          4
9.              Confidential Information/Conflict of Interest           4
10.             Fire Station Consultative Committee                     4
11.             Dispute Settlement Procedures                           5
12.             Fitness for Duty                                        6

Part Three      Conditions of Employment and Workplace Arrangements     7
13.             Staffing                                                7
14.             Hours of Employment and Overtime                        8
15.             Rostering                                               8
16.             Detachment to Alternative Locations                     9
17.             Classification Structure - Skills Enhancement Program   9
18.             Salaries                                                9
19.             Higher Duties                                           10
20.             Shift Changes                                           10
21.             Basis of Employment                                     10
22.             Light Duties                                            11
23.             Personal Leave                                          11
24.             Bereavement Leave                                       13
25.             Recreational Leave                                      14
26.             Parental Leave                                          14
27.             Period of Notice                                        15
28.             Probationary Period                                     15
29.             Superannuation                                          15
30.             Long Service Leave                                      15
31.             Notice Boards                                           17
32.             Redundancy                                              17
33.             Public Holidays                                         18
34.             Meal Allowance                                          18
35.             Skills Development and Training                         18
36.             Australian Fire Competency Training                     18
37.             Occupational Health and Safety                          19
38.            First Aid Training/Qualifications                        19
39.            Equity and Diversity                                     19
40.            Protective Clothing and Working Requirements             19
41.            Travel Allowance                                         20
42.            Signatories                                              20

Attachments

Attachment A   Confidential Agreement
Attachment B   Rostering Principles

3.    Definitions

In this Agreement, unless the contrary appears:

* The employer refers to Transfield Services (Australia) Pty Ltd, hereafter
referred to as "Transfield Services."
* The Union refers to The United Firefighters Union of Australia.
* The Act means the Workplace Relations Act 1996 (C'th).
* Employee means a person employed by Transfield Services (Australia) Pty Ltd
within this Agreement.
* Industry means fire and rescue service provider.
* The Company refers to Transfield Services (Australia) Pty Ltd.
* AFAC means Australasian Fire Authorities Council.
* AFC means Australian Fire Competencies.
* A Team member refers to an employee who is a part of the fire station overall
team

4.    Application

This Agreement shall apply to Fire Fighters (Aviation and Structural) and
Station Officers employed by Transfield Services (Australia) Pty Ltd throughout
the State of Western Australia.

5.    Parties Bound

The   parties bound by this Agreement are:

* Transfield Services (Australia) Pty Ltd;
* The United Firefighters Union of Australia (hereafter referred to as the
Union); and
* All employees who are engaged in any of the classifications within this
Agreement who are eligible to be members of the United Firefighters Union of
Australia.

6.    Date and Period of Operation

This Agreement shall operate from the date of certification by the Australian
Industrial Relations Commission, and shall remain in force for three (3) years.
The parties undertake to commence negotiations for a new Agreement at least
three (3) months prior to the expiry of this Agreement with a view to
negotiating and settling a replacement Agreement.

7.     No Extra Claims

This Agreement is made in full and final settlement of all claims covering the
employment of employees and the parties shall not pursue any extra claims for
the life of the Agreement.

Part Two: Consultation and Resolution

8.     Mutual Respect and Cooperation

The parties to this Agreement are committed to a framework, which is based on
mutual respect and working in cooperation to achieve the objectives of this
Agreement.

Transfield Services is committed to the principles of consultation and shared
participation with the employees through their representatives in all aspects of
the conditions and working arrangements of employees. It further recognises the
important role of the United Firefighters Union as one of the parties to this
Agreement in representing the industrial interests of its members covered by
this Agreement.

The parties recognise the right of Transfield Services to: plan, direct and
control operations, to organise and assign work to scheduled shifts, and to
maintain order, efficiency and discipline in accordance with the terms and
conditions within this Agreement and its attachments.

9.     Confidential Information/Conflict of Interest

Employees must not disclose in any way to a third party and must keep
confidential, any 'confidential information' of which they become aware through
the performance of normal duties.

'Confidential information' includes all information relating to the business of
the employer and its operating interests, its affairs, financial information,
and anything else advised by the employer. See Attachment A.

10.    Fire Station Consultative Committee

The parties agree to an arrangement ensuring regular Consultative Committee
meetings between the Fire Station Manager, team members, and local union
representatives. The Consultative Committee meetings will be used to discuss
issues within the Fire Station. To that end the purpose of the Consultative
Committee will be to act as a forum for consultation, guidance and advice on
matters such as monitoring and reviewing:

*    Implementation of the Agreement;
* The development of Best Practice initiatives, including promoting and
assisting with the design, development and implementation of continuous
improvement strategies, in line with Transfield Services' business objectives;
* Working arrangements so as to develop improvements and efficiencies in all
areas of work;
* The implementation of the Skills Enhancement Program and reviewing the
criteria for the classification levels to meet the requirements of Transfield
Services (Australia) Pty Ltd;
* Fostering a consultative and co-operative environment and setting and
accepting appropriate levels of accountability and responsibility.

The Consultative Committee shall consist of equal representation of employees
and management.

Where there are issues that cannot be resolved at this level, either the Fire
Station Manager, the team member(s), or the local union representative, will
refer the issue on to the Transfield Services local manager or his/her nominee
and, where appropriate, the Branch Secretary of the union, or his nominee, to be
resolved in accordance with the dispute settlement procedure.

The day to day work arrangements at the Fire Station will be through the Team
concept with all Team members having input into programs. The Fire Station
Manager or Station Officer will advise the Consultative Committee and employees
of any impending change/s, which may significantly affect staff employment, or
work performance.

Transfield Services will discuss with staff members and the local union
representatives such action as is necessary to avert or mitigate any potential
adverse affects that such change may have on employees.

11.   Dispute Settlement Procedures

The following Dispute Settlement Procedures shall apply to all matters subject
to dispute between the parties.

During the life of this Agreement there shall be no hindrance or impediment in
respect of the operation of this Agreement.

Without prejudice to any party, and except where a bona fide safety issue is
involved, the parties shall ensure the continuation of work and that work
practices applied are in accordance with the intent of this Agreement.

Where a bona fide safety issue exists, an employee shall not work in an unsafe
environment but where appropriate, accept reassignment to alternative suitable
work in the meantime.

There is a requirement for management to provide relevant information and
explanation and consult with the appropriate employee representatives, before
changes are implemented at the workplace.
The level at which matters are progressed through the following steps should not
go beyond the level of   decision making at which it can be resolved.

* In the event that a matter arises which is of concern or interest, the
employee(s) shall discuss the matter with the immediate supervisor and may be
represented by their accredited job delegate and/or union organiser.

* If the matter is not resolved at this level, it shall be referred by the
employee or job delegate/union organiser to the appropriate representative of
management in the establishment who shall, within 24 hours or as otherwise
agreed, arrange a conference of the parties to discuss the matter.

* In instances where the matter remains unresolved, the appropriate level of
senior management and the officers of the union or other appropriate employee
representative shall be notified, and a conference on the matter shall be
arranged.

* If the matter remains unresolved, it shall be referred to the Branch
Secretary of the Union or his/her nominee or other appropriate employee
representative, and the Fire Station Manager and/or his/her nominated
representative, for discussion and appropriate action.

* If the matter cannot be resolved at this level it may then be notified to the
Australian Industrial Relations Commission for resolution through the
arbitration process where necessary. It is understood that the parties to this
Agreement shall endeavour to resolve the issues between themselves in full
accordance with the procedures set out herein, before they resort to the formal
processes of the Australian Industrial Relations Commission.               The
parties will accept the recommendations and arbitrated decisions of the
Australian Industrial Relations Commission.

* Nothing contained in this Agreement shall prevent the Branch Secretary of the
union or his/her nominee and the Fire Station Manager or his/her nominee,
entering into negotiations at any level either at the request of either party or
his/her own initiative in respect of matters in dispute should such action be
considered conducive to achieving resolution.

12.   Fitness for Duty

Staff are expected to present themselves for duty and be capable of doing the
tasks expected by the employer, in a safe and proper manner in accordance with
the individuals' Duty of Care responsibilities.
Staff are not to report for duty while under the effects of any drugs or alcohol.
A zero blood alcohol level is expected, the acceptable range being less than
0.02.

Transfield Services provides confidential, professional counselling for all
employees to help resolve personal or work related problems.

The operation of critical safety equipment and heavy vehicles is required,
therefore all staff are expected to maintain a standard of fitness that enables
them to perform their tasks in a safe and competent manner. At least 30 minutes
per shift while on duty will be provided for physical fitness training,
exclusive of travelling and changing time during shift.

The employer will provide sufficient equipment and time for on duty staff to
undertake physical fitness training at the workplace.

Where a person is suspected of not being capable of performing the required fire
fighting duties, the Fire Station Manager may send that person, while on duty or
overtime, to a designated medical practitioner, for a complete physical check up.

Part Three: Conditions of Employment and Workplace Arrangements

13.   Staffing

Staffing levels listed at Tables One, Two, Three and Four are the minimum
required by Transfield Services   to maintain the appropriate category.

Staffing levels will be replenished by recruitment or direct entry as soon as is
practicable to ensure those numbers listed in Tables One, Two, Three and Four
are maintained.

Sufficient relief staff (e.g., one relief employee for every eight rostered
positions) will be provided to meet all recreation leave, training and roster
requirements, to maintain the staffing levels required.

The Fire Station Manager will be responsible for the overall management of the
Fire Station's resources and facilities, and may be required to fill an
operational shift position as a Station Officer.

Where the contract requirements are varied by the Department of Defence, and
staffing levels may be required to be reduced, the employer will consult with
the union.

The spread of hours is set out in Tables One and Two is subject to variation to
meet the requirements of the workplace.

Table One RAAF Pearce Air Base - Category Minimum Staffing Levels Per Shift

Workplace               Category   Number of Station      Number of Fire
                                   Officers               Fighters

RAAF Pearce Aviation    5          1                      4
between 0800 to 2330
Monday to Thursday
inclusive - this
applies
to an imbedded crew
and covers structural
during flying hours
RAAF Pearce Aviation    5          1                      4
between 0800 to 1500
Friday - this applies
to
an imbedded crew and
covers structural
during
flying hours
RAAF Pearce                 4              1                        3
Structural - after
flying
has completed and at
all other times

Staffing levels for the watch room function at RAAF Pearce Air Base are not
included in Table One. However, the staffing levels for the watch room will be
maintained until the watch room is fully rationalised in Year One of the
Agreement as agreed between the parties, whereby no staff will be required for
the watch room, except pursuant to Clause 22 of the Agreement.

Table Two Gin Gin - Category Minimum Staffing Levels Per Shift

Workplace                   Category       Number of Station        Number of Fire
                                           Officers                 Fighters

Gin Gin between 0800        4              1                        3
to 1630 Monday to
Thursday inclusive
Gin Gin between 0800        4              1                        3
1 to 1500 Friday

Table Three Deployments - Category Minimum Staffing Levels Per Shift Deployments

Workplace               Category       Number of Station            Number of Fire
                                       Officers                     Fighters

Deployments - i.e.,     4              1                            3
Learmonth

Table Four Fleet Base West Stirling - Category Minimum Staffing Levels Per Shift

Workplace   Category    Number of Station Officers             Number of Fire Fighters

Stirling    5           1                                      4

14.   Hours of Employment and Over-time

Weekly employees will work an average thirty-eight hour week. This will be
averaged out over the full annual period depending on the roster being worked.
Any hours over the average 38 hour week accrued at the end of each year (1976
hours), will be paid out at overtime rates. The measuring period for accrued
overtime hours will be from the commencement of employment to the end of the
current financial year.   Payment of accrued overtime hours will occur in the
month of July.

Fire Station Annual Recreation Leave and training courses will be programmed on
an annual basis within the normal staffing levels.

Employees are required to make themselves available for overtime to meet the
operational crew numbers identified in Tables One, Two, Three and Four of this
Agreement. Where possible, overtime requirements will be programmed in advance.

Overtime will be paid each week for short notice overtime, whereby an employee
is rostered off duty and is recalled to duty to work.

With the exception referred to in the paragraph below, all overtime will be paid
at the rate of one and a half (1.5) times the relevant salary as per Clause 18.
Staff required to work overtime to maintain staffing levels in Tables One, Two,
Three and Four, will do so for the full requirement of the rostered shift.

In any one week an employee may be required to work an additional two (2) hours
to their normal shift time. The additional two (2) hours will accrue towards
the 38 hour week averaged out over the full annual period (1 976 hours). The
parties acknowledge that this provision shall only apply for the like of short
term absences; Civil / RAAF I Navy training requirements; and late or early
aircraft / naval vessels. It will not be used for full shift replacements.

For overtime that is not continuous with ordinary rostered duty, the minimum
number of hours the employee is entitled for payment will be three (3) hours.

15.   Rostering

The parties agree to continue the 10/14 Fostering concept arrangements that
currently apply. Any roster developed will be a full rotational roster, with
all staff rotating evenly through the applicable roster.

A meal break will be given for breakfast, lunch and dinner periods of not less
than 30 minutes, and a tea break of 15 minutes will be provided mid morning and
mid afternoon. Employees on duty will not be permitted to leave the fire
station but will remain on duty during these periods".

Rosters will be jointly developed, maintained, reviewed and changed, in
consultation with employees in accordance with the Fostering principles at
Attachment B.

Not withstanding the Clause above, a roster developed outside the Fostering
principles in Attachment B may be worked only if mutually agreed to by the staff,
and the Fire Station Manager.

Rosters will be programmed for an annual period where possible, taking into
consideration the recreation leave requirements.

16.   Detachment to Alternative Locations
Employees detached to alternate locations such as Learmonth or other operational
airfields will do so under thefollowing conditions.

In all circumstances, volunteers will be sought for detached duties. However, a
fair system of rotation should be jointly developed to ensure an even
distribution of duties.

All meals will be provided to an acceptable standard and suitable accommodation,
(single room motel quality) is to be arranged and provided free of charge to
staff. Where all meals are not provided, a standard $15.00 per meal will be
paid by Transfield Services for those purchased by the individual.

A living away allowance of $15.00 per day will be paid for out-of-pocket
expenses and incidentals.

17.   Classification Structure - Skills Enhancement Program

Classification Structure

Fire Fighter level 1    Means a new recruit with less than 12 months experience
                        in the industry who has commenced the AFAC or equivalent
                        Certificate II.

Fire Fighter level 2    Means an employee who has more than 12 months experience
                        in the industry who has completed the AFAC or equivalent
                        Certificate II.

Fire Fighter level 3    Means an employee who has a minimum of 24 months
                        experience in the industry and who has completed AFAC or
                        equivalent Certificate II and who has commenced AFAC or
                        equivalent Certificate III.

Fire Fighter level 4    Means an employee who has a minimum of 36 months
                        experience in the industry and who has completed AFAC:
                        or equivalent Certificate III.

Station Officer         Means an appointed officer who has a minimum of 60
                        months experience in the industry and who has AFAC or
                        equivalent Certificate IV. The Station Officer will
                        take charge of a Team and as such will be responsible
                        for the operational and administrative functioning of
                        the Team. The Station Officer will use his/her skills
                        to develop all Team members and improve the overall
                        effectiveness of the Team and Fire Station. The Station
                        Officer will provide administrative support to the Fire
                        Station Manager.

Skills Enhancement   Program
The Skills Enhancement Program is based on the recognised AFAC Australian Fire
Competencies or equivalent, mandatory requirements and specific requirements to
suit the Fire and Rescue Service.

The Skills Enhancement Program will be developed and reviewed from time to time
by the employer in consultation with the Consultative Committee.

18.   Salaries

The salaries for employees covered by this Agreement are those set out in the
table below.

Table - Salary Rates per Classification Structure

Classification            Date on or after   12 months on or       24 months on or
                          23rd April 2002    after Certification   after Certification
                          3%                 4%                    4%

Firefighter   level   1   $38,473            $40,011               $41,612
Firefighter   level   2   $39,299            $40,871               $42,505
Firefighter   level   3   $40,943            $42,580               $44,283
Firefighter   level   4   $46,708            $48,577               $50,520

Station Officer           $52,888            $55,004               $57,204

The percentage increases paid in Year Two and Three of the Agreement have been
agreed between the parties on the basis that cost savings will be achieved by
the employer in the first 12 months of the Agreement, through the
rationalisation of the watch room function and improved rosters at RAAF Pearce
Air Base.

The salaries set out above are a composite salary and include payments for any
shift penalties, disabilities and like allowances, additional public holidays,
annual leave loading and all other incidents of employment except those
specifically detailed in the agreement, but excluding excess overtime payments
set out in Clause 14. The salary to be paid weekly will be the appropriate
annual salary divided by 52. The hourly rate is determined by dividing the
weekly rate by 38.

The composite payment will be for all purposes, including superannuation
guarantee payments; workers' compensation; sick leave; annual leave and long
service leave; and the base for any payments set against the weekly wage.

Salaries will be paid by electronic funds transfer on a weekly basis into a
nominated banking account, building society, or credit union of choice.

19.   Higher Duties

An employee who is temporarily required to perform duties at a higher level than
his normal level of employment will be paid at the pay level applicable to the
duties being performed during the period of acting in that position.
20.   Shift Changes

In order to reduce domestic and family pressure on individuals due to the
requirements of permanent shift work, staff will be allowed to swap or exchange
shifts on a mutual basis, in accordance with shift change procedures established
by the Fire Stations. Part shifts will also be able to be exchanged on an hour
for hour basis, with the approval of the Station Officer.

21.   Basis of Employment

Staff employed by Transfield Services are deemed to be employed by the week,
provided that they possess a minimum security clearance level of CONFIDENTIAL,
as issued by the appropriate authority.

Employees must hold a driver licence endorsed to Heavy Rigid or to the standard
of an unrestricted "B" class licence. Employees must advise their Fire Station
Manager or Station Officer, at the earliest practical time, if they have or are
likely to lose their licence.

Employees must be clean-shaven at the commencement of the shift in accordance
with the relevant Australian Standard for wearing of breathing apparatus, at all
times while on duty.

Station Officer

Members of the Team will perform a range of fire fighting and rescue duties as
well as associated duties required under the Transfield Services Statement of
Work. These duties will include but not limited to fire equipment maintenance,
fire training, emergency evacuation and cleaning as detailed and such other work
as may reasonably be required.

22.   Light Duties

Given the physical nature of the Fire and Rescue Service, it could be expected
that an employee may be unable to meet the job requirement due to an injury or
non contagious illness that is not of a permanent nature. Under this
circumstance, that person would not be forced to take sick leave, but may
voluntarily be used in the fire watch room or such other duties that may be in
line with the temporary injury/illness.

The aim of this Clause is to reduce sick leave and therefore overtime, while
preserving the employees' sick leave hours.

23.   Personal Leave

Paid Personal Leave is available to an employee when he or she is absent due to:

*   Personal illness or injury (Sick Leave); or
* For the purposes of caring for an immediate family or household member that
is sick and requires the employee's care and support (Carer's Leave).

Sick Leave

Definition

Sick leave is leave to which an employee is entitled without loss of pay because
of his or her personal illness or injury.

Entitlement

The amount of sick leave an employee may take depends on how long he or she has
worked for the employer and accrues as follows:

Length of Time                     Rate of Accrual of

Worked for the Employer            Paid Sick Leave
                                   (Hours)
Less than 1 month                  0
1 month to less than 3 months      16
3 months to less than 6 months     32
6 months to less than 12 months    76
Each year thereafter               76

After the first six months of service, an employee must be paid for any sick
leave to which he or she was not entitled, due to insufficient service, up to a
maximum of 76 hours.

In any year sick leave accrues by seventy six (76) hours less the total amount
of sick leave and carets leave taken during the year.

Sick leave may accumulate to a maximum of 760 hours.

Employee Must Give Notice

Before taking sick leave, an employee must give at least two hours' notice
before his or her next rostered starting time, unless he or she has a good
reason for not doing so.

The notice must include:

*   The nature of the injury or illness (if known); and

*   How long the employee expects to be away from work.

If it is not practicable for the employee to give prior notice of absence, the
employee must notify the employer by telephone at the first opportunity.

Evidence Supporting Claim
The employee must, if required by the employer, establish by production of a
medical certificate or statutory declaration that the employee was unable to
work because of injury or personal illness.

A total of three (3) shifts uncertificated sick leave per annum is available to
staff if the absence from duty is due to illness.

No employee will take more than one day uncertificated sick leave in any one
period. The Fire Station Manager will be responsible for the monitoring of sick
leave taken by employees.

Continuing absenteeism trends, which do not satisfy the Fire Station Manager as
being genuine, may result in the Fire Station Manager referring the employee to
a Medical Practitioner.

An application for sick leave must be made in writing using the appropriate form,
and submitted as soon as possible after the start of leave.

In all cases of sick leave, the employee must, where possible, notify the Fire
Station Manager prior to the commencement of duty, so that available relief, if
required, can be organised in sufficient time so as to not effect the category
requirements.

Staff on sick leave, depending on the nature of their illness or injury, may be
able to assist their Team in a non-operational (light duties) capacity.

Where the state of health of an employee may render them a danger to fellow
employees or to the public, they may be required to obtain a medical report
stating the seriousness of the condition and, in the light of this, may be
directed to take sick leave.

Employees have an obligation to advise the employer of any medical condition,
which may impact on the safe operations of their workplace.

The Effect of Workers' Compensation

If an employee is receiving workers' compensation payments, he or she is not
entitled to sick leave.

Sick Leave During Other Leave

If an employee becomes ill during recreation leave or long service leave, and
produces satisfactory medical evidence at the time, he may be granted additional
leave equivalent to the period of illness or have that period re-credited as
appropriate. The period of time covered by the medical certificate will be
recorded as sick leave. The minimum period of sick leave will be one day or
shift. In the case of long service leave, the additional credits would be the
calendar period for which the employee was certified unfit for work.

Carer's Leave
Paid Leave Entitlement

An employee is entitled to use up to 38 hours (or the equivalent of shift hours)
sick leave each year to care for members of his or her immediate family or
household who are sick and require care and support. This entitlement is
subject to the employee being responsible for the care and support of the person
concerned. In normal circumstances an employee is not entitled to take carer's
leave where another person has taken leave to care for the same person.

Notice Required

Before taking carer's leave, an employee must give at least two hours' notice
before his or her next rostered starting time, unless he or she has a good
reason for not doing so.

The notice must include:

* The name of the person requiring care and support and his or her relationship
to the employee;

*   The reasons for taking such leave; and

*   The estimated length of absence.

If   it is not practicable for the employee to give prior notice of absence, the
employee must notify the employer by telephone at the first opportunity.

Evidence Supporting Claim

The employee must, if required by the employer, establish by production of a
medical certificate or statutory declaration, the illness of the person
concerned and that the illness is such as to require care by another.

Unpaid Leave

An employee may take unpaid carer's leave by agreement with the employer.

24.   Bereavement Leave

Paid Leave Entitlement

An employee is entitled to use up to 15.2 hours (or the equivalent of two
consecutive shifts) paid bereavement leave on any occasion on which a member of
the employee's immediate family or household in Australia dies.

Unpaid Leave Entitlement

Where an employee has exhausted all bereavement leave, he or she is entitled to
take unpaid bereavement leave. The employer and the employee should agree on
the length of the unpaid leave.
In the absence of agreement, the employee is entitled to take up to 15.2 hours
(or the equivalent of two consecutive shifts) unpaid leave.

Evidence Supporting Claim

The employer may require the employee to provide satisfactory evidence of the
death of the member of the employee's immediate family or household.

Immediate Family or Household

The entitlement to carer's leave in Clause 23 or bereavement leave in this
Clause is subject to the person in respect of whom the leave is taken being
either:

*   A member of the employee's immediate family; or

*   A member of the employee's household.

The   term immediate family includes:

* Spouse (including a former spouse, a de facto spouse and a former de facto
spouse) of the employee. A de facto spouse means a person of the opposite sex
to the employee who lives with the employee as his or her husband or wife on a
bona fide domestic basis; and

* Child or an adult child (including an adopted child, a step child or an ex-
nuptial child), parent, grandparent, grandchild or sibling of the employee or
spouse of the employee.

25.   Recreation Leave

An employee will accrue four weeks annual recreation leave each year, but the
leave will be measured in hours (four weeks of thirty eight hours).

Recreation leave shall be programmed in accordance with the operational
requirements of the Fire Station. It is the responsibility of the employee and
the Fire Station Manager to make every endeavour to exhaust leave annually. An
employee may be granted recreation leave on request at any time to    the limit
of the leave owing.

Recreation leave credits will accrue each year on the anniversary of starting
employment with Transfield Services. Where an employee has not completed a full
twelve months employment, then pro rata credits may be given.

Leave credits, which accrue to an employee but have not been accessed during the
preceding year, will remain available for a further two years. After that time,
the employee will be considered to be on leave, for all purposes, for a period
equal to that which would accrue in any twelve months period.

The employer will provide sufficient staff to allow all employees to access the
full annual recreation leave credits.
Recreation Leave - Seven Day Shift Workers

A shift worker who is rostered for duty on Sundays and public holidays shall be
allowed an extra one weeks' leave in addition to the recreation leave prescribed
in this Clause.

26.   Parental Leave

The provisions of Schedule 14, Parental Leave of the Act are incorporated into
the terms of this Agreement.

For the purpose of this Clause, the term Parental Leave will include an
entitlement to Maternity Leave, Parental Leave and Adoption Leave.

27.   Period of Notice

The required period of notice for other than resignation or serious misconduct
is first calculated using this table:

Period of Continuous Service                   Period of Notice

Not more than 1 year                           At   least   1   week
More than 1 year but not more than 3 years     At   least   2   weeks
More than 3 years but not more than 5 years    At   least   3   weeks
More than 5 years                              At   least   4   weeks

The period of notice is increased by one week if the employee is over 45 years
old and has completed at least two (2) years of continuous service with the
Company.

Employees may terminate their employment by giving Transfield Services at least
a weeks' notice of their intention to resign or forfeit a weeks' pay.

28.   Probationary Period

Employment will be on the basis of an initial three (3) month probationary
period during which time either party may notify its intention to withdraw from
the contract of employment. The employment of a probationary employee can be
terminated during the probationary period with one weeks' notice or payment
thereof.

29.   Superannuation

The company shall make superannuation contributions on behalf of each employee
in accordance with the Superannuation Guarantee (Administration) Act 1992
(Commonwealth) into either the Transfield Retirement Fund or the Australian
Retirement Fund Pty Ltd.

30.   Long Service Leave
Entitlement to Long Service Leave

Employees will be entitled to thirteen (13) weeks long service leave for and on
the completion of each ten    (10) year period of continuous service subject to:

* All continuous service prior to the 24th April 2002 shall accrue such leave
at the rate of 0.87 weeks for each year or part thereof; and

* All continuous service from the 24th April 2002 shall accrue such leave at
the rate of 1.3 weeks for each year or part thereof.

An   employee on completion of ten (10) years who has pre-24th April 2002
continuous service may apply to take the accrued number of weeks due at that
time or to work such additional continuous service as required so that the
employee can qualify for the thirteen weeks long service leave.

Where an employee has completed ten (10) years of continuous service, and the
employment is terminated for reasons other than serious misconduct a pro-rata
entitlement based on the above rate of accrual will be paid on termination.

Where an employee has completed seven (7) years continuous service, and the
employment is terminated by the death of the employee a pro rata entitlement
based upon the above rate of the accrual will be paid and vested in the
employee's personal representative.

The introduction of the improved quantum of long service leave in this Agreement
arises from to the implementation of improved rosters at RAAF Pearce Air Base
upon commencement of this Agreement.

The rosters have been developed, documented and supported by the parties and
provide relevant efficiencies and improvements in productivity to the client as
well as achieving additional savings required for the long service leave
improvement.

Continuous Service

For the purpose of this Clause, continuous service will be deemed to include:

*   Absence on annual leave or public holidays;

*   Absence on paid sick leave;

*   Absence on paid or unpaid bereavement leave;

* Absence on approved sick leave without pay except that portion of continuous
absence which exceeds three (3) months;

* Absence on workers compensation except that portion of a continuous absence
which exceeds six (6) months;
* Absence on approved leave without pay, other than sick leave without pay, not
exceeding an aggregate of two (2) weeks in any qualifying period.

*   Absence on approved military service leave.

Granting of Leave

The day on which an employee will commence his or her long service leave, will
be solely at the convenience of the employer provided that the employer, as far
as possible and having regard to the relief available and other factors, grant
such leave in the order of priority of length of continuous service.

Wherever possible, not less than one (1) month's notice will be given to an
employee of the date on which his or her long service leave will commence.

Long service leave will be arranged and taken in accordance with the Fostering
arrangement that has been developed an agreed between the parties.

Public Holidays

Any public holidays occurring during the period in which an employee is on long
service leave, will be calculated as a portion of the long service leave, and no
extra days will be granted.

Exchange of Leave

Employees, by written application to the Employer, may apply to exchange their
long service leave periods, and such exchanges will occur subject to the needs
of the employer.

31.   Notice Boards

Staff will be provided with a secure notice board by Transfield Services.

The local union representative and elected Occupational Health and Safety
representative will have access to the contents of the notice board, but will
not display any offensive material, or material contrary to the best interest of
the Transfield Services.

32.   Redundancy

Definition

A redundancy will occur where a particular position/s is no longer required by
the employer. A redundancy does not occur where it is intended that the
terminated employee be replaced in the same position by another employee.

The employee/s will be informed as soon as is practicable after the employer has
made a definite decision relating to redundancies.
The employer will consult with the employee/s directly affected and with their
union whenever redundancies occur. Consultation will cover among other things,
any measures to minimise the adverse effects on the employees directly affected
such as reducing staffing numbers by way of natural attrition.

Prior to an employee's employment being terminated as a result of redundancy:

* The employer will attempt to find reasonable alternative employment with
Transfield Services or to secure an offer of reasonable alternative employment
for the employee/s with another employer e.g., where the contract with the
Department of Defence is terminated with Transfield Services and another
employer takes over the service;

* The employer, where practicable, will give the employee/s six (6) weeks'
notice of their redundancy. This period may be reduced by agreement with the
employee/s.

Where an employee whose employment is to be terminated as a result of redundancy
is not offered reasonable alternative employment with Transfield Services or
another employer an employee will be entitled to notice and the redundancy
payment prescribed in this Clause.

Where an employee does not accept an offer of reasonable alternative employment
with Transfield Services or another employer the employee will not be entitled
to notice and the redundancy payment prescribed in this Clause.

Reasonable Alternative Employment

Reasonable alternative employment means employment with Transfield Services or
another employer in a substantially similar position on, on balance, no less
favourable terms and conditions of employment where the employee's service with
Transfield Services is deemed continuous or the service is recognised and
transferred to another employer for the purposes of the employee's sick leave,
annual leave, long service leave, notice and redundancy entitlements.

Redundancy Payment

In addition to the period of notice prescribed for ordinary termination, in
Clause 27 of this Agreement, the following redundancy payments will be made:

Period of Continuous Service                    Redundancy Pay

1   year or less                                Nil
1   year and up to the completion of 2 years    4 weeks pay
2   years and up to the completion of 3 years   6 weeks
3   years and up to the completion of 4 years   7 weeks pay
4   years and over                              8 weeks pay

33.   Public Holidays
There will not be an extra payment for duty that is performed on a public
holiday.

Where an employee is granted annual recreation leave that includes a public
holiday(s), an extra day(s) leave will be granted.

34.   Meal Allowance

An employee who is recalled for duty for overtime for a full shift or a major
part thereof without 12 hours prior notice will be entitled to a meal allowance
of fifteen dollars ($15.00) for each meal period on duty.

35.   Skill Development and Training

The parties acknowledge that managing technological change is a significant
operational challenge. New technology is a key to future safety and to future
efficiency.

To achieve this end Transfield Services shall provide employees with appropriate
training such that they are able to optimise their effectiveness in achieving
the requirements of their position and the objectives of the employer. This
includes multi-skilling of Fire Fighters to both aviation and structural Fire
Fighting and rescue competency.

Employees may wish to undertake further training and development outside the
boundaries of the AFC Framework to enhance the performance of both the
individual and the employer. Assistance is available for those who wish to do
so if approved by the Fire Station Manager.

36.   Australian Fire Competency Training

The parties agree that Transfield Services will continue to implement a
comprehensive, integrated system of competency based training consistent with
the Australian Fire Competencies, to provide Transfield Services' employees with
consistent and relevant workplace training.

The system of competency based training will include the development of a
Training Plan. The Training Plan will identify the required training and the
priorities and will form part of the Skills Enhancement Program. The Training
Plan will be developed by management in consultation with the Consultative
Committee and will be reviewed as and when required.

Employees will be required to carry out their duties in accordance with their
skills, competencies and training. Employees will not be required to carry out
duties for which a relevant competency or skill is required and which is not
held by the employee.

37.   Occupational Health and Safety

The parties recognise that the implementation of OH&S programs is an integral
part of the continuous improvement process, which directly reduces compensation,
and rehabilitation costs and indirectly improves staff morale, absenteeism rates
and improved work practices.

To achieve these efficiency gains, the parties agree to the setting up of an
OH&S Committee in accordance with the guidelines of the Act. Further, the
employer undertakes to train to the appropriate standard, an elected OH&S
representative and deputy delegate. Such training will be at the employer's
time and cost.

An elected OH&S representative will have the ability to consult with the Fire
Station Manager on health and safety issues that he/she see as appropriate, and
he/she provide specific advice to all employees.

Primary objectives of OH&S Committee in the workplace will be to develop an OH&S
management system that:

* Promotes the safety, health, and improved life-style of Transfield Service
employees;

* Identifies high risk areas and hazards to Transfield Services staff and
develops strategies to combat those identified areas and hazards;

* Identifies and recommends staff health and safety training appropriate to
eliminating workplace accidents;

* Supports and implements the objectives of the Occupational Health and Safety
Act.

38.   First Aid Training/Qualifications

All staff are required to hold first aid qualifications to the level of a senior
first aid certificate.

All first aid training will be the responsibility of the employer, and be
conducted in the employer's time and    expense.

There     will be no specific allowance paid outside the composite wage for
first aid qualifications.

39.   Equity and Diversity

Transfield Services will comply with the relevant state Equal Opportunity
legislation, which aims to remove discrimination in all areas of employment.
There will be no discrimination to employees, of prospective employees, on such
grounds as age, race, sex or sexual preference, religion or physical attributes.

40.   Protective Clothing and Working Requirements

Transfield Services will be responsible, and provide free of charge, all
necessary protective clothing that is essential to the occupational health and
welfare of staff.
Changes to equipment and clothing will be through the consultative process with
all affected staff able to have input into the selection. Final decision will
rest with Transfield Services Management.

All protective clothing will be to the standard required by the relevant
Australian and New Zealand Standards. Where no standard has yet been defined
protective clothing shall be at that standard provided by other Aviation Fire
Services.

The employer will provide all employees with suitable work clothing, and if
necessary, uniform clothing, free of charge. Staff will not be expected to
share clothing, or accept used clothing. Sufficient sets of clothing will be
issued, and will include sun protection hats, work boots, and winter protection.

41.   Travel Allowance

An employee who by agreement and is authorised by the employer to use their own
motor vehicle in the course of the employer's business shall be entitled to
receive an allowance of 58 cents per kilometre.

42.   Signatories

Signed for and on behalf of:

Employer

Transfield Services (Australia) Pty
Signature

Name:

Dated this               day of              2002

Witness

Dated this               day of              2002

Union

The United Firefighters Union of Australia
Signature

Name:

Dated this               day of              2002

Witness

Dated this               day of              2002
Attachment A

Confidentiality Agreement

TRANSFIELD PTY LTD

INFORMATION SECURITY POLICY
(incorporates the TRANSFIELD e-mail & Internet Policy)

&

CONFLICT OF INTEREST POLICY

INFORMATION SECURITY POLICY

Company prohibits the disclosure, in any form, of information relating to the
conduct of its business to the public, without the authorisation of your
Managing Director/Chief Executive Officer. Such information includes, but is
not limited to financial data, internet and external correspondence and
technical and strategic analyses. It does not include information already in
the public domain such as brochures, newsletters or other information released
to the public by the company.

The Company also prohibits the use or alteration of the Company's computer
hardware, software and data without authorisation from the Information Services
Manager. In addition, all employees will comply with any contract to which the
Company is party in respect of computer hardware, software, data or maintenance
thereof. This includes compliance with copyright laws which prohibit the making
or use of unauthorised copies of computer software.

Unauthorised disclosure of information or use or any alteration or abuse of the
Company's computer hardware, software or data (or the facilities the Company's
computer infrastructure provides) is a serious offence that will cause
Management to take strong disciplinary action against an employee. This may
include dismissal. The Company may also take appropriate legal action against
anyone who uses or alters the Company's computer hardware, software or data
without authorisation.

It is the Employee's responsibility to

1. maintain the security of any passwords and not to attempt to breach any
system's security.

2.   ensure that all computer equipment find software used on the job is used in
accordance and compliance with any licence or maintenance conditions.

3.   not utilise an facility offered by Transfield's computer infrastructure
(included Electronic Mail and Internet capabilities)for personal business

4. respect and protect all work, whilst performed as an employee of Transfield,
as Transfield’s intellectual property. Such work includes, but is not limited
to, spreadsheets, word process documents, databases, programs, scripts,
electronic mail and internet exchanged documents.

5. adhere to Transfield’s E-Mail & Internet policy:

5.1 Transfield E-Mail and Internet facilities are not for personal use.

5.2 Each E-Mail (or Internet) user must be approved by their Manager, for
connection to Transfield's E-Mail or Internet facilities.

ATTACHMENT 'B'

ROSTERING PRINCIPLES

GENERAL RULES

1.   All Transfield Services rosters must average 38 hours per week.

2.   The preferred roster for 24 hour units that have continuous levels of
category, is the 10/14. Other rosters (including non 24 hour units) should be
complimentary to the 'conditions' of 10/14.

3.   The duration of rostered shifts are flexible but to a maximum of 16 hours.
However, where staff desire to work a roster with occasional shifts more than 16
hours (but no more than 18 hours), they may do so with the Fire Station
Manager's approval.

4.   All rosters must follow an even/regular cycle.

5.   When a new unit roster has been decided (refer to Operational Aspects 1,2
or 3) a minimum of seven days notice is required before commencement.

6.   Rosters with shifts exceeding 14 hours will have no more than two 'back to
back' shifts in succession.

7.   No roster shall contain a 'quick change around'.   Any break between shifts
should not be less than 8 hours.

8.   No rostered shift shall be of less than six (6) hours long.

OPERATIONAL ASPECTS

1.   All rosters must provide maximum operational efficiency and ensure economy
of resource utilisation.

2.   While the Fire Station Manager shall bear full responsibility for the
“boundaries" or “parameters" of all Fire Station rosters, each roster will be
developed through consultation with the consultative committee.

ROSTERING PRINCIPLES
1.   Fire Station Managers retain the responsibility to periodically test the
response of crews to be able to respond at any time during the day or night. To
this end, the Fire Station Manager has the right to test the response of the
teams at any time including the period 2200 hours to 0600 hours.

2.   Roster changes may be initiated by a staff member (or group of staff
members) through the Consultative Committee and submitted to the Fire Station
Manager for endorsement. Any suggested changes must meet all necessary general
and operational requirements.

3.   Daily Work Programs prescribe ACTIVE, PASSIVE and RECLINING periods.
This terminology for Fostering purposes is:

*   ACTIVE:    training, maintenance, administrative, PT, and normal duties.
*   PASSIVE:   meals, study, recreational, personal PT programs.
*   RECLINE:   recreational, sleeping allowed where facilities and current
               Fostering arrangements permit. However, it is the responsibility
               of each individual Shift Officer and fire fighter to ensure that
               he/she can respond
               immediately to calls. For the 10/14 roster, recline time is
               between 2200 and 0600 hours.

4.   The general conditions of the Daily Work Program will be observed as much
as possible. However, changes necessary due to operational requirements, turn-
outs and drills, exercises administrative requirements must be met for each
shift/team.

5.   Staff who exchange a shift must assume the operational position of the
person with whom they have changed unless otherwise requested by the Shift
Officer.

6.   Staff may be retained for up to 2 hours after a 16 hours shift, 3 hours
after a 15 hour shift, and 4 hours after 14 hours or less to cover staff
shortages. These hours can not be extended for OH&S reasons.

7.   Mutual shift changes are acceptable however prior approval from the Fire
Station Manager or Shift Officer is necessary.

8.   The fire watch room will be staffed at all times, subject to the watch
tower duties becoming fully rationalised, in which case there will be no
requirement to staff the watch tower.

9.   The fire watch room operators watch shall not exceed a continuous 4 hours
and staff will be rotated accordingly. This watch requirement will only apply
in the event that there is a requirement to staff the watch room after the watch
tower duties have been fully rationalised.

				
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